If you have a job opening, you want to fill it with someone who will be able to do the job well. You want someone who will meet the expectations for performance and who will contribute to the growth of the company. Here are some tips on how to find the right person for the job.
The job description
Before putting together a job description, you need to know exactly what particular skills and knowledge are needed to do the job. Often companies will simply dig up job descriptions that they have used in the past and post them when advertising for the position.
The problem with this is that often the duties and responsibilities of the job will change over time and so different skills will be needed.
The people most familiar with the job requirements, the supervisor for the position and coworkers, should be consulted when writing a description of the skills and abilities needed for the job.
Interviews should be designed to determine what skills and abilities job candidates have. The questions should focus on eliciting information about the person’s skills and knowledge. They should be prepared in advance to make sure hiring managers are asking the right kinds of questions
Behavioral questions are good way to learn about a person’s skills. These types of questions focus on how a person would handle or respond to certain challenges, problems or situations, what they would do or what they did in the past.
Hiring managers should give the same questions to every job candidate to make comparisons among them easier. Hiring managers should also take notes of each person’s answers.
Checking references is a task that hiring managers sometimes forgo, believing it to be unnecessary because they feel that they have enough information and understanding about the job candidate from the interview.
But this is a mistake. Reference checks can enable you to get valuable information about a job candidate. They can help you learn how the person performed in previous jobs and whether they would be a good fit for your company.
As with the interview, however, you need to prepare. You should draw up a list of questions to be sure you get the information you want and be prepared to ask follow up questions to gain more insight into the job candidate.